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Compare: D156, union make final offers

Published: Tuesday, Dec. 10, 2013 5:00 a.m. CDT • Updated: Tuesday, Dec. 10, 2013 5:00 a.m. CDT

School District 156 and its teachers union can't agree on salary increases, how much teachers pay for family health insurance coverage, and tuition reimbursement, according to an analysis of both sides' final offers.

The Illinois Education Labor Relations Board posted the each side's last offer to its website Monday, a first step after both sides declared an impasse in contract negotiations.

Here are components of both sides' final offer.

DistrictUnion
SALARIESSALARIES
Year 1
- Base salary increased 1.5 percent.
- Teachers move up a half-step on experience scale.
- Most experienced teachers with a master's degree receive a lump-sum payment based on 50 percent of the consumer price index, at least 0.5 percent but not more than 2 percent. Only those teachers with bachelor's degrees who are currently receiving these payments will continue to receive them. (By changing the payments to bonuses, they do not compound like they currently do.)
Year 2
- Teachers in years one through six receive a full-step increase.
- Teachers in years seven through 19 receive an increase based on inflation (75 percent of the consumer price index, at least 0.5 percent but not more than 2 percent).
- Lump-sum payments to the most experienced teachers will increase at the same rate as the previous year. Conditions remain the same.
Year 1
- No increase to base salary.
- Teachers move a full step on experience scale.
- Most experienced teachers with a bachelor's degree receive a 3 percent increase to previous year's salary and those with a master's degree receive a 4 percent increase.
Year 2
- Base salary increased based on consumer price index.
- Teachers move a full step on experience scale.
- Most experienced teachers receive same percent increases as in year one.
HEALTH CARE INSURANCEHEALTH CARE INSURANCE
Year 1
- Continue to pay 7.5 percent for individual coverage.
- Increase contribution for family coverage to 22.04 percent.
Year 2
- Continue to pay 7.5 percent for individual coverage.
- Increase contribution for family coverage to 27.86 percent.
Year 1
- Continue to pay 7.5 percent for individual coverage and 16.3 percent for family coverage.
Year 2
- Continue to contribute at same levels.
TUITION REIMBURSEMENTTUITION REIMBURSEMENT
- Limits tuition reimbursement to teachers who have not earned a master's degree or who were enrolled in a cohort program as of June 1.
- Reimbursement needs superintendent approval and work must be deemed “necessary to advance educational goals of district.”
- Those that leave the district voluntarily within three years of receiving reimbursement must pay back the district.
- Total amount of reimbursable tuition capped at $100,000 for contract period, $50,000 per year. (Total is currently capped at $250,000.)
- Does not limit tuition reimbursement based on education.
SUMMER SCHOOL PAYSUMMER SCHOOL PAY
- All teachers to be paid $35 an hour. - Keep 2012-13 pay schedule: Teachers with no summer school or District 156 experience receive $45.47 an hour; one year of experience receive $49.29 an hour; two years of experience receive $53.09 an hour; and three or more years of experience receive $56.89 an hour.
TRAVELING TEACHER STIPENDTRAVELING TEACHER STIPEND
- Stipend for teachers who travel between campuses is eliminated. Teachers receive only mileage reimbursement. - Teachers offered choice between no supervision duties (lunch, study halls, etc.) or the stipend, which was $802.75 per semester in the 2012-13 school year.
EARLY RETIREMENT INCENTIVESEARLY RETIREMENT INCENTIVES
- Teachers who submit an intent to retire receive a 3 percent salary increase each year for a maximum of four years.
- Insurance benefits are discontinued.
- Keep current language, which is 4 percent increases over a maximum of four years.
- Under insurance portion of the early retirement policy, the district pays approximately $2,000 per retiree to go towards their health insurance until their Teacher Retirement System benefits kick in.
PROVISIONS BOTH UNION AND DISTRICT AGREE ON
SICK AND PERSONAL DAYS
- Remain the same with 13 sick days, two days for funeral leave and two personal days on education. - Remain the same with 13 sick days, two days for funeral leave and two personal days on education.
COACHING AND OTHER STIPENDSCOACHING AND OTHER STIPENDS
Year 1
- $100 increase for coaches
- $50 increase for co-curricular advisers
Year 2
- $50 increase for coaches
- $25 increase for co-curricular advisers
Year 1
- $100 increase for coaches
- $50 increase for co-curricular advisers
Year 2
- $50 increase for coaches
- $25 increase for co-curricular advisers

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